Dear Sudha,
This issue is mostly faced by many HR who work mostly in BPO and Retail Sector. Moreover in lower cadre profile in manufacturing industry. The attrition is higher in this sector as compared to other industry and also the average tenure of the employees is less than 3 - 4 months mostly.
Due to the non availability of right talent and due to the recruitment pressure the HR's are tend to recruit the people who just apply. If certain criteria are satisfied the candidate is recruited. But the candidate just work for some time and look for other job and move out. Here the candidate is least bother about the experience letter since the same is not also not expected by the HR of the other company since they also need the manpower immediately.
We cannot solve the problem 100% but by adopting certain criteria we can reduce the attrition on the probation cadre.
Recruitment
1. Don't recruit the person who have completed 10th or 12th.(The candidate just work till the results come and join the college some exception candidates who cannot continue their higher studies can be recruited by proper screening).
2. Selecting all the candidates based on Assessment sheet which has to be made on location, Family, Family members, Source of income, Education, Accomodation - Rental / owned house.
Eg. A person who is from 15 - 25 km away from the company can work only for less than 6 months but if his travel, food is not taken by the company the employee switch over.
Training
1. Proper induction has to be given to the employee after joining and handed over to the respective department. Not directly put on the work on the same day.
2. Educate him/ her on the company policies, benefits like ESI / PF, Career path / growth in the company.
3. Have a probationer review for each month and find their difficulties and try to correct them.
4. Try to introduce multi-tasking for a non- performer who can perform in some other department.
5. Conduct Culturals and employee engagement & games.
6. If options are there derive incentive scheme program.
ABSCONDING
If the employee leaves the organisation just send 2 warning letter in gap of 2 days and 6th day send a termination letter along with the dues to be paid by the employee. Also inform the same in the company notice board by putting the employee photo.
I dont agree for the Exit interview since it is not true in most cases or else it will be for monetary reasons. Also today no one will hand over their certificates to the company.
Note: Here the employee don't jump for 30% to 50% of hike in salary they just leave for Rs.1000 or 2000.
Remember 1 thing, No one is married to any company, until both side are happy the life goes smoothly else ............